Let’s look at the bright side of this year: To learn about the past and what the future has for us. In this blog post, we will examine the main developments in human resources that are shaping the future of workers for 2021 and beyond. Please read on and give us your view!
Employee upskilling was involved some time ago in the image of HR trends. A new study by Udemy found that upskilling demand increased to 38% in 2020. For comparison, this percentage was just 14% in 2019.
How is upskilling one of the key developments in HR? Because it’s a sustainable and lean approach to developing your workforce. Upskilling helps workers maintain their HR professionals, enhance productivity, and reduce recruitment and onboarding costs.
We faced problems last year, such as laid off, the sick leaves and the move to remote jobs. To remain flexible to respond to the demands of the external market, companies will take upskilling initiatives to help employees stay competitive in the labor market.
For example, a consultancy group, PricewaterhouseCoopers (PwC), has invested $3 billion on up-and-coming workers for the past three years or so. This is one of the most aggressive upgrading programs for PwC, which involves day-to-day preparation.
Talentnet provides a budget-friendly approach that lets HR practitioners obtain a glimpse of the strengths and gaps of their employees that they need to fill. Select an open time slot and book a free demo with our experts to ensure that the right matches your organizing needs.
HR and human analysis based on data
Did you know that only 34% of HR executives rely on data and metrics for decision making? It is high time to start improvements if one of your New Year goals for 2021 has become a more information-based approach to your human rights policy.
The main drivers of human analytics are: According to LinkedIn’s research:
The increasing importance of CHRO in business processes. In order for a company to remain competitive, HR managers need to use a data based approach to identify existing and potential employee demand, ability shortages, organizational diversity and more.
Technology such as AI chatbots, scanning software and recruiting automation instruments, making the impression of an applicant more attractive and vibrant.
Competitive environment that allows organisations to develop long-term plans for staff planning. HR executives are capable of predicting the need for skills and saving money on learning and growth, with a strong view of how a firm will look in 10 to 15 years.
Diversity, equity, and inclusion (DEI)
In 2020, searches for insights into employee diversity rose by 74% compared to a year earlier. Companies understand the effect of various teams on creativity, sustainability and morals in the corporate sector. Companies with a very diverse staff actually posted up to 19% higher sales than low diversity companies.
Several HR patterns linked to DEI, which we expect to see in 2021, are present here:
The recruiting approach was redefined. Recruitment is the first step in maintaining diverse staff.
Diversity procurement, blind recruitment, and AI screening are popular recruiting strategies that allow HR managers to create diverse teams.
Initiatives on education. In the US and Canada, for instance, Starbucks launched anti bias training to combat cultural and racial bias. After a famous Philadelphia event, the firm resorted to certain steps when two Afro-Americans were arrested without a cause in Starbucks.
Accountability and Analytics. Personal analysis is helpful in establishing SMART diversity targets, measuring HR efforts and building an inclusive workplace. HR managers are able to identify the diversity levels around the enterprise using digital diversity software to discover ways to develop on the basis of actionable results.
New definition of “offices”
Gartner carried out a survey amongst 127 enterprises in June 2020 to find out their plans for post-COVID workplaces. In the study, 47% of businesses will be able to operate remotely during the pandemics. Flexible days was introduced by other firms (43% of respondents) so workers can switch between remote or on-site jobs. So we’re getting close to the hybrid (or workplace) age.
One of the hottest developments in human resources in 2021 is the hybrid office that provides a flexible way to organize a place to work:
Partially remote, which involves working on the spot with a portion of the staff. It is a common situation for businesses that cannot remotely move such processes because of security or hardware constraints.
Flexible remote hours and days, allowing workers to handle their workflows and leave the workplace often. A coworking organization in the office that has no dedicated desk or workspace for workers. Once they plan to be on hand, you reserve the office in advance.
Hubspot, a distribution software supplier, has given its workers three options: From January 2021, workers are able to choose between doing much of their hours from home, going to the office three or four days a week or using a mixed workflow. With this program, Hubspot is strengthening its remote approach and enhancing the well-being of its employees.
Employee experience: redefined
The definition of employee experience with COVID-19 changed marginally to the experience of life that is not linked to a workplace or the physical appearance of a team. In a recent study by McKinsey, businesses will concentrate in 2021 on strengthening their leadership and a sense of confidence within the working population and future workers. These results are no surprises, since in unpredictable times workers want a reliable and welcoming environment.
In 2021, we will see businesses refine their workforce experience, commitment strategies and incentive programs among HR patterns. First of all, the well-being and benefits of employees would further improve their everyday lives.
The Hartford’s Future of Benefits Study of August 2020 reveals that people are particularly interested in benefits such as time off pay (52 per cent), hospital compensation insurance (48 per cent), employee assistance systems (56 per cent) and mental health care facilities (51 per cent).
Secondly, businesses can switch from offline to online. Zoom-driven team bonding parties, yoga and wellness lessons and attention sessions – the list continues.
Finally, we can see a change into life experience among potential HR trends with benefits that are not specifically associated with the business. Each employee in Chanty, for example, has a bonus of $100 to spend on a party and to give his family a gift. Another hit for 2021 is food supply directly to employees’ houses, meaning they don’t have to waste hours cooking and shopping. Bonuses like this show workers that an organization cares and helps staff with actions and not words during difficult times.